Do what makes you happy

written by Hayley Powell

Arriving at work it was just like any other day, checking my emails, setting up my team for the day and looking at my day ahead but that was all about to change.

background balance business commerce

I had worked at the bank for all my adult life. I was in my thirteenth year of service. I had developed and grown so much during my time there working my way up to management level.

Little did I know that day this was all about to change. This was the day I was told that my role was no longer required; I was going to be made redundant.

After the initial shock and upset my thoughts quickly raced to what was I going to do. The easy option would have been to apply for another role within the bank but during my time there I had found a real passion for fundraising. I felt it was time for a brave change; a chance to do something I really enjoyed.

donateI had always loved getting involved in the charity events. During the last five years, alongside my manager role, I was the “charity champion” – making all thing’s charity happen across my department and the building. I loved building relationships with local charities and delivering a calendar of events based on what colleagues wanted to do. I took great satisfaction in seeing the event come to life. I loved even more seeing what we had raised for that charity and how much it would help them be there for more people.

So, I didn’t take the easy option, instead I followed my heart and my dreams. Don’t they say fortune favours the brave? Well it certainly did for me. I secured a role as a Community Fundraiser for The Haven Wolverhampton and nothing has ever felt so right.

Now my days are never like any other day; they are quite the opposite but for all the right reasons. When I arrive home from work and my partner asks me how my day has been, he gets a very different reply. A conversation that sticks in my mind is this one…

“It was good” I replied “I have committed to eating some insects to raise money, created a certificate and letter to say thank you to some lovely donors, painted some props for an event, helped promote a few events we have coming up and then helped a lady who came to refuge yesterday with just the clothes she was standing in, I helped her find some clothes and toiletries from the donations we have received, how was yours?”

This is usually the reaction I get followed by a lot of questions.


No two days are ever the same. It is a fast paced ever changing environment, with so much to learn and so much to do. Yet it is so much fun along the way and, most importantly, so rewarding to know that the work I do is helping women and children who at their most vulnerable from the abuse they have suffered.

white and yellow roller coaster

When I started my journey as a Community Fundraiser last year nothing could have prepared me for the roller-coaster ride I was about to embark on. I can honestly say I have loved every moment and I don’t want the ride to end!

So, I guess what I am trying to say is don’t just do what feel’s comfortable and familiar do what excites you, what you are passionate about and take every opportunity that you can.

“The doors will be opened to those who are bold enough to knock.”


Hayley Powell is a Community Fundraiser at The Haven Wolverhampton

The Haven Wolverhampton is a charity that supporting women and dependent children who are vulnerable to domestic violence, homelessness and abuse. You can find them on FacebookTwitter and LinkedIn, or visit there website here.


Take a stand against violence against women and girls

TRIGGER WARNING: this blog post contains statistics relating to domestic violence and abuse.

For a different type of blog on, we wanted to raise awareness of a world-wide epidemic; violence against women and girls.

The Haven supports women and their children affected by domestic abuse and homelessness. Every month we take an average of 1,000 calls to our helpline from women at risk of violence, threats, and intimidation.

The 16 Days of Activism against gender-based violence runs between 25 November (the International Day for the Elimination of Violence against Women) to 10 December (Human Rights Day); it hopes to draw the world’s attention to the epidemic of violence against women and girls.

And it really is an epidemic. 

1 in 3 women worldwide has experienced either physical or sexual violence - mainly by an intimate partner

Globally, 1 in 3 women will experience either physical or sexual violence in their lifetime.

On average in the UK, every year 104 women are killed by a current or former partner. Since New Year’s Day this year, 90 women have been killed by men according to Counting Dead Women. That doesn’t take into account the 3 women per week who take their own life to escape domestic abuse.

These were women were daughters, sisters, mothers. They had dreams and hopes. These were taken away by (generally) the man who professed to love them.

Any girl born today can expect to be a victim of violence at some point in her life. Across the world these girls will be affected by domestic abuse, rape, forced marriage, human trafficking, female genital mutilation, harassment… so many injustices happening in private as well as the public sphere. All of this, a new-born baby girl can expect… just because she was born female.

Woman looking out of the window

In Wolverhampton alone, (where The Haven has operated since 1973), 19.7% of the population will directly be affected by domestic abuse. In July this year, West Midlands Police received their highest rate of calls asking for help from an abuser.

Violence against women and girls is happening here in Wolverhampton and across the world in epidemic proportions. It’s opportunities, in blogs like this, that mean we can raise awareness and encourage others to take a stand.

Showing your support to women at risk of violence and abuse is so important. This can be through listening when a woman feels empowered to ask for help; letting people know that certain behaviours are unacceptable; or by starting discussions about issues like domestic abuse.

The Haven this year is encouraging people to spot the signs of domestic abuse and how to support friends and family at a networking event we are hosting as part of this campaign.

You can help raise awareness


We are also encouraging people to rock a nail transfer on 1 of their 4 fingers to raise awareness of the fact that 1 in 4 women in the UK who will be directly affected by domestic abuse in their lifetime. By wearing the transfer, we are hoping to empower people to feel comfortable to talk about domestic abuse and the services like The Haven that can save lives.

Charities like The Haven are so important to ensure that we can make sure every woman is safe away from their abuser. By providing a free helpline, safe and specialist accommodation, as well as legal support; we are able to ensure that women and their children can feel empowered after the impact of gender-based violence and abuse.

Help us stop this epidemic

Domestic abuse and gender-based violence is something that affects people across society and in every community. Abuse doesn’t just harm the victim but the community that they live in. Over the next 16 days, take a stand with the women and girls against gender-based violence and help us stop this epidemic.

If you would like to find out more about how The Haven supports women and children from domestic abuse and homelessness, then please check out our website on You can also order a nail transfer to raise awareness of domestic abuse by emailing


Social Media: A responsible art form

written by Lucy Owen

Social media is a great tool for a charity. It keeps donors in the loop while they sneak a quick Twitter break (generally around 11am – for a little light relief from the office). It offers a charity the chance to interact with their donors building a real connection. Internet usage is on the rise with 90% of people in the UK having used the internet in at least the previous 3 months and social media is the 4th most common activity offering a ready audience.[1] Social media is therefore an amazing resource for building donor support – especially as it is largely free.


free.pngNothing of course but social media is a very different skill to previous charity resources. Unlike direct mailing or phone advertising; social media is immediate. As soon as you press enter it is on your follower’s phone, laptop, or iPad. Every sentence, every space, every GIF transmitted to thousands of people in the time it takes to take a breath.


A post quickly typed can be misinterpreted. Anyone can make an accidental typo or spoonerism. The problem that charities and organisations can have is a complete failure to ensure that their posts are compatible with their aims.

genieThese posts can imply a complete lack of awareness and a lack of understanding of an important issue, which can undermine an organisation’s claim to authority. Supporters can find them awkward, funny or, even worse; tone-deaf. These posts can happen accidentally at any time but once it goes online there is no return. There’s no putting the genie back in the bottle. Certainly not when the genie has been screen-shotted and posted on all platforms invented.


policeLast month a police service decided to ask for help finding a suspect, taking advantage of a wide and engaged community audience – an excellent example of modern policing. The crime in question was a sexual assault. An appalling crime and a truly traumatic event for the victim. Unfortunately, this was overshadowed by the person who posted the tweet using the phrase that the victim was ‘unhurt’.

The insensitive tweet (now deleted) left many shocked at the lack of awareness for the aftermath that such an attack would leave a victim feeling. That a police force could tweet this, just as it has been revealed only 1.7% of rape or sexual assault cases are prosecuted, implied to many who saw the original post that the Police Service had little understanding of the seriousness of the crime.[2] This is a worrying implication to any victim who may have been considering reporting a crime and may put them off, frightened of not being believed.


pantsIt’s not just the police who can post a poorly considered social media campaign, NSPCC has recently been criticised by leading professionals in the field, survivors, and by donors for their ‘TalkPANTS’ campaign. What was intended was a fun awareness raiser for children to discuss consent.

Unfortunately, it came across as blaming victims for being unable to prevent their abuse especially with an inappropriate tagline of all ‘abuse is preventable, not inevitable’.[3] It implied that children should ‘prevent’ abuse from their grown adult abusers which horrified followers.

tweet.pngLeading professionals like Jessica Eaton responded to the tweet in disgust pointing out that “abuse is prevented by adults” not children. It is not just professionals in shock. One of the tweets was from a long-term supporter who had run sponsored races for the NSPCC – clearly a committed donor. He is also horrified and wanted a public response to the criticism of the tweet. An ill-thought through marketing campaign has potentially lost a loyal donor forever.


authentic.jpgThe ability to interact with events as they happen helps show a charity’s commitment to a cause and to its mission. It offers a charity to show its ‘natural voice’; granting an authenticity that donors appreciate. It is however essential that speed does not become more important than engagement, wider cultural awareness, and common sense. ”

tea.jpgIt’s important to think not only what you want to say and how it is being said but also how a reader will interpret what you are saying before posting. Asking a colleague or even taking the time to get up and make a cuppa will save all sorts of distress and embarrassment. It may even save a donor relationship.

With social media just remember as my nan always says, “less haste and more speed”. Oh, and always add an emoji. 😊


Lucy Owen is a Community Fundraiser at The Haven Wolverhampton. She can be found on Twitter using the handle @lucyowen95 and on LinkedIn here. 

The Haven Wolverhampton is a charity that supporting women and dependent children who are vulnerable to domestic violence, homelessness and abuse. You can find them on FacebookTwitter and LinkedIn, or visit there website here.


[1] and



How charities can gather images ethically?

by Rachel Erskine

Amref Health Africa might be the biggest NGO you’ve never heard of. Headquartered in Nairobi, we’ve been around since 1957 and work in 35 African countries. When I joined the organisation’s UK arm in September 2017, I was struck by the breadth and variety of that work.

elephant.jpgIt’s like that school assembly staple, the parable of the blind-folded men and the elephant: if you asked my counterparts in Ethiopia or South Sudan what Amref does, their answers would bear little resemblance to each other’s, or my own. None of us would be wrong – but you’d need them all to see the truth.

The elephant in the Zoom

I soon came across another elephant; the one everyone avoided in in our bi-monthly video calls. While we had access to thousands of striking photos illustrating the impact of our work, we didn’t always have proof of informed consent from the people who featured. By missing out that stage of the image-making process, we had strayed from the principles that underpin our work. We had made ourselves vulnerable – and rendered much of our beautiful photography unusable.

Recognising the need for change, colleagues from across the organisation undertook a far-reaching review of consent-gathering. Eighteen months later, we’re at the stage of rolling out a new policy and toolkit. This is how we did it…

Assigning responsibility

globalWe started by creating a taskforce from across Canada, Kenya, the Netherlands, Tanzania, and the UK – all with the shared goal of establishing a global policy on image consent and a set of practical tools for implementation. At each stage we took our drafts back to a bigger working group representing every Amref office. Once we had achieved broad agreement as a group, we took it to senior management at global level.

It wasn’t easy – taskforce members were doing full-time jobs in parallel and many are one-person teams. Had we taken a more centralised approach, the work would have been finished much sooner but, as my Canadian colleague pointed out, it wouldn’t have made for such a rich and comprehensive policy.

Involving everyone

Informed consent protects the rights and dignity of those whose stories we have the privilege of sharing.  Although the ethical argument is by far the strongest one, it was crucial that everyone understood the potential repercussions (legal, financial, and reputational) when we don’t respect the process. Framed like this, it’s everyone’s

We consulted the communities we work with to determine what they thought was reasonable and practical and sought advice from our Legal, HR, and Programmes colleagues, who often find themselves tasked with taking photos.

 It wasn’t always easy

This process forced us to have important, and sometimes uncomfortable, conversations. It has revealed other areas that require further attention and work. For example, the new policy needs to be backed up by, and reflected in, our safeguarding and child protection policies; our staff handbook and code of conduct; the contracts we ask freelance photographers to sign; our project feedback mechanisms; the way we’ve configured our online photo library. (All of this work is now underway, with clear deadlines for completion.)

Embracing complexity

Amref has offices in a dozen African countries, and another dozen in Europe and North America. Attitudes and expectations around the act of taking a photo vary from one context to another. Trying to reconcile these was complicated. There were times when conversations threw up more questions than they answered.


The charity sector is still smarting from recent, very public examples of what not to do. Our use of imagery ties into broader conversations about race, representation, and power dynamics; it was important not to shy away from this in our calls with colleagues from all over the world.

In the UK, the public demands increasingly better from NGOs and they’re willing to hold us to account when we fall short.

Letting it take up time and space

This work is important. Developing and implementing a thoughtful, rigorous consent process says a lot about who we want to be as an organisation.

midwifery-students-gambela-crop_999x784-743330914-1568711270433.jpgLike many things, it all comes back to relationships: between NGO and community members, between photographer and subject. At Amref, we’re lucky to have strong relationships with the communities we work with; many of them built and maintained over several decades. Whilst these relationships don’t allow us to ever assume consent, they do enable us to have frank and open conversations.

Thinking ahead

Our next step is to develop guidance on the ethical use of imagery. In reality, much of the groundwork for this has already been done. If you’ve already had those conversations by the time the picture is taken and the person is clear on what their image might be used for, where it might appear, how it might be framed and who might see it – you can be reasonably confident that your use of it will align with their wishes. This being so, we do try to ask people for feedback once they’re ready for publication. They can revoke consent at any time.

Zooming out

When it comes to representation – stories, films, photography – it’s not about us. It’s about the people who allow us to share their stories; the people our organisations exist for. Their needs should always come before our own. It’s part of a broader commitment to putting respect for the rights, dignity and preferences of the people we work with above everything else: a principle that guides our project work and should underpin our communications, too.


Resources we’ve found useful


Rachel Erskine is Communications Manager at Amref Health Africa UK. The views expressed here are her own and not those of her employer. / @amref_uk / @erskinerachel


Is it okay to have fun at work…or is “fun” a dirty word?

by Katie Duckworth

So, politics has gone mad. Injustices are multiplying. Poverty is on the rise and the funds to fight it are tighter than ever. And to cap it all, the reputation of the charity sector has taken some big knocks recently with a string of scandals. All this, and Boris too…

So, how should the serious, responsible charity respond to the challenge?

How about having a bit more fun? Yes, fun. And no, I’m not being flippant.

There’s a growing body of evidence that fun not only makes for happier, healthier such funemployees (obvs!) – and more productive ones too, less likely to get stressed into sickness or look for another job (slightly less obvious) – but, and this is crucial, fun helps charities fulfil their mission even more effectively.

Within reason, the more fun you’re having, the more you’re able to help those causes and people you exist for.

That’s why some of the most effective charities in their field have embraced fun as a core organisational value – alongside more familiar ones such as respect, equality and accountability.

Sean McCallion, head of fundraising at The Back Up Trust, shared with me that he remembers arguing passionately for fun as a value in a heated staff debate some years ago. He won; it’s still there, and, says Sean, has become core to everything Back Up does to support those with life-altering spinal cord injury.

Sustainability NGO, Forum for the Future, was an early pioneer in adopting fun; it’s since changed it to ‘Playful’, but the message is the same – “Fun is good”  as Dr Seuss famously said.


Fun at work has a whole host of benefits which come together in a beautiful virtuous circle. Here are some:

  • Top of the list is that fun allows staff to have a laugh and let off steam. This is steamimportant for everyone, but even more so when the issues they may be working with are deeply upsetting or difficult. This doesn’t mean taking those issues lightly. Quite the opposite; by lifting staff spirits, it acts as a refresher, helping them tackle those challenges with renewed vigour and optimism. Staff with a smile are a lot more pleasant for clients and colleagues alike than ones with a frown.
  • When people are having fun, they experience less stress and tend to be happier with a greater sense of well being. Better for them, better for the outfit as a whole.
  • There’s strong evidence that happier people are more productive people, more engaged with work, more capable of simply getting stuff done. It’s obvious really. If work drains the life out of you, you’re not going to be doing a great job, are you?
  • Fun builds trust and encourages positive relationships between colleagues, vital for the successful collaboration and problem solving the sector needs.
  • Creativity and innovative thinking, so important for tackling the tough challenges we face right now, thrive in an atmosphere of play and fun, where people are allowed to experiment rather than be constrained by the idea that there are institutional right and wrong answers.
  • Having fun helps people to learn more effectively (just think about young children learning through play – it’s true for grown-ups too!)

What’s not to like?


‘Fun’ as a core value isn’t right for all charities, I know. It can be seen as frivolous and trite. And most charity workers don’t exactly have fun in their job title. But bringing fun into work doesn’t have to be a big cringe. As a coach and trainer, I support leaders experimenting with new approaches to bring out the best in their staff, and I’ve found that bringing an element of fun into work can often be a surprisingly effective means of doing so.

Here’s how some are going about it:silly

First up, creating a culture where fun is acceptable, has got to come from the top. Leaders need to be on board. Staff will find their own fun (which is actually the best way to let it develop) but only if there is trust that they won’t be judged or made to feel silly or bad. And a leader who can relax and enjoy some fun – when appropriate – from time to time can do wonders in putting staff at ease.

  • That said, lowering the barriers to fun, such as tackling poor working conditions and staff conflict, is also key. As Louise Wright, CEO of Action for Pulmonary Fibrosis told me,

“Fun comes out when people are able to get on, when they’re not grappling with silly issues such as office politics, and there is a fair and equitable workplace which allows them to be empowered and facilitated. It’s my job to make sure that happens.”

  • Planned fun (sports day, bake-offs, ‘bring your dog to work day’) is good. Organic fun that bubbles up from happy, supported staff is even better. Warm chats with colleagues, spontaneous lunches out and birthday celebrations all add up to a ‘fun-positive’ culture.
  • Fun doesn’t want to feel overly scheduled or formal. You can’t force feed fun! And, please, don’t make anything obligatory. That really gives fun at work a bad name. I still remember Christmas lunches in my early working days at a big non-profit which were hosted by a team leader I couldn’t bear. I can tell you, that was extremely unfun. (Needless to say, I didn’t last long there!)
  • Make sure fun is inclusive. Gender, cultural and age-related differences mean that what constitutes fun can vary hugely. Lena Staafgard, Chief Operating Officer at Better Cotton Initiative, told me she’d love to start a spoof newsletter, which worked so successfully in her previous workplace, but fears it will fall flat at the more international organisation where the jokes won’t necessarily translate.3-ways-to-improve-your-powerpoints
  • Make sure you bring fun into your learning. No boring blah, blah-ing in front of a PowerPoint. When I was invited to run management training at Aspire Charity recently, the brief was very much about making the learning fun so it would stick, but also to encourage participants to see that management itself could be fun. I didn’t go in there banging a drum shouting ‘let’s have fun!” (that would have put some people right off) but through the use of games, funny graphics, and a squeaky green frog, plus warm, honest conversation, we all had a very fun time.
  • Having said all that, fun really doesn’t have to be a big deal. Fun at work isn’t necessarily complicated or expensive. Look for the tiny things – taking it in turns to join in with #FridayFunDay on Twitter. Breaking for communal tea-time. Small informal celebrations for everyone’s birthday. You name it – small can be very beautiful when it comes to fun.

So, despite the doom and gloom. Despite, or maybe, because of Boris, I shall carry on encouraging fun in the sector and celebrating all that’s playful and light-hearted. I may get some flak for it, but I truly believe that however tough our tasks, however difficult the issues we face, there is always time, and very good reason, to have fun.

Want to play?

At The Royal Star and Garter Homes, fun is highly valued inside its three Homes for veterans and their partners. Caley Eldred, Director of Supporter Engagement, loves that when she goes into one of the Homes she gets to express her fun side.

Fun makes us who we are. If you aren’t prepared to go into one of our Homes and jump about in a tropical shirt or do the conga then working here is probably not for you. It’s not just in the Homes, where fun is part of the service, that staff have fun.” – Caley Eldred

Encouraged by leadership with a strong understanding of how to nurture a happy, engaged team, there’s lots going on at head office too, both organised and spontaneous, from cake sales to sports days.

“We try to make a positive, fun environment. We do a job that’s centred on difficult things and challenging issues, but we do what we can to always make that pleasant.” – Caley Eldred

Alfie and Barnie help out the Fundraising team at The Royal Star & Garter Homes


Katie-01-1-1038274325-1568063986447.jpegKatie Duckworth is a coach, trainer, speaker and writer helping leaders with purpose and their teams to change the world and have fun at the same time. She is the founder of informal networking and support group #LeadersWhoBrunch.

 You can connect with her on Twitter, by emailor visit her website.

Has fundraising become too “professional”?

by Kimberley Mackenzie

Almost 20 years ago I was a passionate volunteer for a charity that had made a huge difference in my life. My voluntary work turned into revenue for this organization, so they offered to start paying me on a part-time basis to do more. As an at-home mother of two, a little bit of extra money was very welcome. That was my first fundraising job.

My work began reaping some serious returns. The charity shifted from operating at a deficit to a surplus. So I just kept doing my thing.



Sitting in my first home office, with my baby at my breast, I was forging connections between people who shared my passion for the cause and wanted to have an impact in their communities. Those connections advanced the mission AND as a side bonus… raised money. That was it!

Later, we decided to send out a letter asking for donations. So how did I do that? Honestly, I had no idea. Back in 1999 Google was only one year old and Yahoo left a lot to be desired. I popped my baby in a sling and went to my local library. The librarian helped me order a book by a man named Mal Warwick called: “How to Write Successful Fundraising Letters.” Three weeks later that book arrived, and I learned that this “thing” that I was doing…was actually a THING! I was a “professional” fundraiser.


Many people my age are “Accidental Fundraisers”. We fell into this work through our passion and learnt from each other as we went along. I describe my education like twisting a rope as I climb the mountain. Fast forward twenty years, my children are starting their own lives and I am an international speaker, certified fundraising executive and a trusted consultant. For better or worse, I am very much a “professional”.


Do we have to behave like suited up robots?

Unlike other professions, fundraising is constantly under scrutiny; we always have to prove ourselves. What it really takes to raise money is grossly misunderstood. We have to combat this perception every day and honestly, we can’t afford to mess it up. But, does that mean that we need to behave like suited up robots? I think not.

Recently, I was in a meeting with an influencer, who I hope will help my client with a very ambitious capital campaign. He is a prominent leader in his community, on the boards of several large organizations and knows literally everyone. His response to our request was:

“For goodness sake, whatever you do don’t stick me in a room and make me look at spreadsheets! I can’t stand that!”

I’m a little embarrassed to admit that was exactly what I was hoping we would do together. What the heck? How did I get from making authentic connections between people who are passionate about a cause to sitting down with spreadsheets boring people to death? I must have been taught that’s what it meant to be “professional”.


I am worried that in our sprint to “professionalize” ourselves we may alienate our communities. I’m worried that we have lost authenticity at the core of what we do and who we are. We must then ask the question:

“In our quest to become more professional we are becoming less human?”robot

Fundraising isn’t a transactional business – like banking or insurance – it is a passion-driven sector. We open our hearts to donors, share our experiences, connect people with shared passions. The best way to make this connection is to be authentic, candid and human.


Posing this question about being “too professional” in no way suggests that we need to become less legitimate. I am deeply grateful to all of the educators I have had the privilege of learning from during my career. Organizations like the Association of Fundraising Professionals (AFP), The Resource Alliance, and Certified Fundraising Executive (CFRE) work to try and ensure that we all operate with a high degree of accountability.

Those of us who are members of these organizations have made a commitment to conduct business within an ethical framework. Associations whose mandate it is to advance our sector by advocating for good government policies and greater awareness do us all a great service.


talkWe need to remember how our sector started. All around the world, groups of passionate people came together to ask how they could address a need in their community. At its very core, that is still what our donors, volunteers and our organizations want. Sometimes that may mean leaving the spreadsheets at home and simply having a meaningful conversation.

Fundraisers are connectors; we are the folks that build bridges and create alliances. This can happen on a nature walk, cooking food, building a playground, or handing out sandwiches. So be sure to engage in the work of your organization beyond spreadsheets and keep connecting your donors, volunteers and board members to your mission. Make their work meaningful.

Continuing to do our work authentically with an open, loving and joyful heart is what I think it means to be a “professional” fundraiser. I’d love to know what it means to you.


K_Mackenzie1.jpgKimberley Mackenzie is an award winning fundraiser, Certified Fundraising Executive and AFP International Master Trainer. She works as a consultant with a variety of organizations to advance a culture of philanthropy and create transformative results that raise more money for their missions. A sought after thought leader, facilitator, speaker and trainer Kimberley has been in the fundraising trenches since 2001 and was a driving force in the early days of Kimberley has also served as Editor for Hilborn Canada’s eNEWS – a weekly publication send to over 14,000 fundraising professionals every week – was a member of the Advisory Panel for the Rogare Think Tank at Plymouth University and an executive member of the Planned Giving Council of Simcoe County.

You can find her on Twitter, email her at, or visit her website.


Don’t run alone – useful advice for women or a continuation of victim blaming?

by Jade Secker

Image from #ThisGirlCan 

How many people run in the UK? Whether as a means of stress relief, to get fit or as part of a running club; the numbers are in their millions. Especially with the warmer weather on the way and the London Marathon sprinkling inspiration across the nation. Furthermore, with thanks to campaigns such as “This Girl Can”, a record number of women are now putting on their trainers and heading for the outdoors. This is great news; not only for the nations physical health but exercise is also known to reduce stress and anxiety and so could have a positive impact on mental health too.


Imagery from the #JogOn campaign

However, disturbingly, I recently came across the #JogOn campaign released by Avon and Somerset Police Force urging women to only run in pairs or groups to help prevent sexual abuse and threatening behaviour from men. This goes hand in hand with other statements from police forces advising women to not wear headphones whilst out walking or running, again, to avoid becoming the prey of sexual predators lurking in society.



Now whilst this may be seen by many as simple advice to try and tackle a growing issue, for me it is fuelling a victim blaming culture that puts the responsibility on women to change very normal behaviours and avoids the real problem.

Jessica Eaton, a campaigner against sexual violence commented saying,

“Headphones don’t rape women, nor do skirts, or dark streets, or clubs, or alcohol, or parties, or sleepovers, or school uniforms. Name the perpetrators. Name the problem. We can’t help if we can’t even name it.”

And I could not agree more.


How many reports of sexual assault do we see where the article will comment on what a woman was wearing or where she was walking alone when an attack took place. Why does this matter? Wording like this adds to a belief that ‘she was asking for it,’ and this is categorically wrong. It is not illegal to walk alone, wear headphones, or wear a short skirt. However, it IS illegal to physically assault, harass or rape someone.


crime scene do not cross signage

As a society we need to stop putting the onus on women to change their behaviour – behaviours that we all exhibit and should be free to, without having to worry whether we may or may not get attacked.  Instead we need to turn our attention to the crimes taking place on a daily basis and reject any notion of this being acceptable behaviour.


Unfortunately, we do live in a scary world and so there is a level of personal care and safety that everyone should undertake; this I understand. However, if we stand any sort of chance to tackling the breadth of these crimes, we need to see a major shift in focus and stop turning a blind eye to what is truly going on.


Let’s stop suggesting changes women need to make to prevent attacks happening to them and shift our attention to putting firmer laws and punishments into place to stop attacks happening in the first place; fundamentally, this is much closer to the core of the problem and the only thing that will ever make violent individuals accountable for their actions.


Jade Secker is the senior community fundraiser at The Haven Wolverhampton. You can connect with Jade Secker on LinkedIn hereThe Haven Wolverhampton is a charity that supporting women and dependent children who are vulnerable to domestic violence, homelessness and abuse. You can find them on Facebook, Twitter and LinkedIn, or visit there website here.


by Susan Booth

The Institute of Fundraising’s National Convention is the largest fundraising conference in Europe and the biggest outside the US, regularly attracting over 2,500 attendees. It’s been a dream of mine to speak there for many years. But for a long time, I thought I didn’t have anything to say. Turns out I was wrong.


I have had lots of experience of public speaking. From media interviews to golf days to black tie galas, I have no fear of getting up in front of people and talking. But I’ve always had a bit of impostor syndrome about speaking somewhere as prestigious as the National Convention, thinking I didn’t have a big enough project to speak about or didn’t have that undefinable “guru” factor. In addition to that, the charity I work for is quite small and new compared to some of the organisations represented at the National Convention. Target Ovarian Cancer was founded eleven years ago and we turnover just over £2.5million a year.

But we are an organisation with huge ambitions – our vision is to double ovarian cancer survival by 2050.


Last year I had the privilege of working on Target Ovarian Cancer’s first-ever integrated campaign. “It’s time to TAKE OVAR” centred on women with ovarian cancer, researchers and GPs – making them more visible and giving them space to have their voices heard. Every image and came quote came from someone the charity has a direct relationship with. It helped me to see the importance of women taking up space, asserting themselves, being heard, and ultimately using their voice to help change the future for others. It was the obvious choice for us to present on…especially as it achieved such great results.


The campaign has been a game-changer for Target Ovarian Cancer, bringing in thousands of engaged new supporters. GDPR came in halfway through the campaign and since then we’ve more than doubled the number of people we can contact. The campaign has unlocked hundreds of thousands in pro bono support, and we’ve seen a 30 per cent increase in our digital reach.


So, this year I really felt I had a reason to take over the stage – I’m really proud of the “TAKE OVAR” campaign and everything it’s doing to change the future for women with ovarian cancer. But really I should have felt that all along. That’s part of what impostor syndrome does. Shaking it off means becoming more self-assured, more confident in your assertions and in the work you’re doing. I want to encourage all women and non-binary people who may be thinking, as I did, that they have nothing to share. You do. Here are some of my tales of preparing for this speech to help you stage your own “TAKE OVAR”.


My colleague, Alexandra Holden, co-presented with me. We supported each other through the whole process. Having another woman and incredible charity leader alongside me gave me the boost I needed.


We spent days preparing the slides, organising our thinking and practising our delivery. Preparation is key – it will help keep your nerves under control. People notice if you haven’t practised, and it made me feel more confident too. We were lucky to be offered some speaker training with the Tony Elischer Foundation, and followed that up by practising in front of members of our teams to get their feedback.


I barely slept the night before and on the day struggled to concentrate before our session. We had 45 minutes to present and answer questions, so our script was prepped and ready to go in large font so we could refer to it easily. We also made sure to visit the room before our session – things felt more comfortable once we knew the lay of the land.


All the things you think you’ll be conscious of, you’re really not, when you get going. Although we had the notes in front of us I hardly read them. This gave me time to focus on my breathing, body language and intonation. I tried to stand tall with my shoulders back and I caught the eyes of people as I was speaking. Having practised, I knew it didn’t matter if I lost my place in the notes, because I knew by heart where I would be on the page. Everyone in the room looked interested and there were faces I recognised, which definitely helped.


After we had done a final Q&A session, plenty of people came over for a chat, which was a huge boost. We’ve been asked to speak again by other organisations and we had the most amazing feedback on social media. But my favourite moment was the enthusiastic Convention Volunteer who came to say ours was by far the best presentation they had seen.


The chance to celebrate and share successes, learning and knowledge whilst practising your presentation skills is important for our core motivation and personal development. When I looked at all the tweets of photos of our presentation I felt proud of what we had achieved, and that all the energy that went into the TAKE OVAR campaign is now having a ripple effect, inspiring other fundraisers to raise more for the causes they’re passionate about. It’s also given us a new network of contacts, leading to new conversations and new inspiration.

Speaking in public is a time to grow your personal brand, talk about something you know and love, and share what motivates you with your peers. Remember everyone in the room will be willing you on. It’s your time to stand up, TAKE OVAR and be heard.


Susan Booth is the director of development at Target Ovarian Cancer. You can find her on Twitter and LinkedIn.

Should white men step aside?

There was a section at the end of  this response to the recent NCVO appointment that really hit home.  “Should white men be stepping aside?”

It is a question that needs further consideration and one that I’ve been thinking about for a while – as someone who benefits from all the privileges society has to offer.  Whilst the (white, female) CEO of the Charity Commission responded to this question saying she didn’t think it was necessary, I would like to offer an explanation as to why I think it is an action white men need to consider.

If we are to create a sector that is more diverse and representative of the communities, and causes, we represent, perhaps the best thing we can sometimes do as allies is to do…. nothing.

This is not an easy piece to write. I appreciate not all will agree with me. I write with no specific case in mind. These are thoughts I have had for a while and this is a timely opportunity to contribute to a discussion to get us to make changes we all want to see.  I absolutely don’t have all the answers, but I think this should be part of the conversation, uncomfortable as it is.

One of my learnings recently was the difference between equality and equity.  Its easy to create a level playing field, in fact the law requires it.  But we know that there are many factors that don’t make things “equal” and that more effort is required to ensure we have equity.  Essentially, equality doesn’t consider systematic and subconscious biases, or the ability to correct historical wrongs.


Which is why, despite our sector often leading on the front-line of creating a more equal society, it is embarrassing that our workforce remains mostly as having privileged characteristics, more so as you reach senior positions.  As a result, the Institute of Fundraising launched the Change Collective to find solutions to the issue and create an excellent manifesto for change which will no doubt make significant improvements in this area over the long-term.

So those of us with the greatest privileges can support, encourage and implement the manifesto for change – be a good ally of these under-represented groups.  But perhaps we could, and should, go further.

For their 2019 Convention, the Institute of Fundraising encouraged more speakers from different backgrounds to apply to speak.  After a few years of speaking there, I decided the best way I could support this drive was to step aside and expect my place to be taken up by someone from a different background to me.

Maybe I am a better speaker than others who want to speak and this doesn’t give good value to those attending.  Perhaps I could have used the platform to speak up on these issues.  I’m sure there are many better speakers than me from different backgrounds, but what has helped me be a confident, competent speaker?

I had an excellent education, supported by my parents. It helped me get into a good university.  This helped me get my first job in fundraising straight after university.  This first job helped me get a head start on a career, landing me a managerial job after a few years.  And now I manage a team at a large charity.  Throughout school, university and work, I have received presentation skills training and had the opportunity to present to a range of audiences to practice my skills.

Am I better presenter than other people, or have my privileges given me the skills and practice to be accepted as a speaker at convention?  I realised that in such circumstances, I could best contribute to the Change Collective by stepping aside and allowing others to take my place.

Which brings us to recruitment.

There is an understandable desire to create an equal playing field.  To encourage people from different backgrounds to get into the sector, to apply for roles, to have recruitment panels that reflect the candidates.  The law also has an influence in making sure things are ‘equal’ or ‘even’.  So, the focus is on getting more diverse candidates applying, shortlisted and being interviewed.

But is equal, fair?  Will those of us with the greatest privileges often be ‘the best candidate’ precisely because of our privileges throughout our lives – education, getting first jobs, getting promotions and other societal benefits we have been given – sometimes just because we have a ‘native’ sounding name.  This puts us in the best position to get jobs, no matter how many widely roles are advertised, no matter what the selection process, no matter who we interview and no matter who sits on the recruitment panel.

So how do we truly break the cycle? 

It’s a tough question, but needs to be asked.  We are in strange times and, let’s be honest, we are struggling to stop the reverse of the advances our sector has achieved for non-privileged groups as hate crime increases across almost all groups.  And depressingly, the current UK political trajectory shows no great balancing up in society for those with protected characteristics.  We’re not about to see the fundamental changes needed to education, housing. welfare, justice and all the other systematic barriers people face throughout their lives to create that “level playing field”.

We need drastic action in many areas in society: ensuring nationalism and fascist ideas are left at the margins; defeating the threat of climate destruction; reducing the vast inequalities that are growing in society; ensuring the internet is a force for good, not evil.  And if we truly want a more diverse sector, then perhaps one drastic action we can do as privileged individuals is step aside.

People without privileges have been forced to live without an even playing field throughout history.  Levelling it up is equal, but not fair.  Perhaps it’s time those of us with privileges to create an unequal playing field the other way if we want to achieve true equity in our sector – and in wider society.


This blog was written by a white, male fundraiser. We are not sharing his identity.  The purpose of the platform continues to be to increase female thought-leadership in the charity sector. We are publishing the blog’s content as we believe that the opinions within it present one element of a debate that we should all be having.

What does fundraising ethically even mean?

by Ruby Bayley-Pratt

The recent Game of Thrones petition to have a disappointing ending re-written by “competent writers” is a beautiful, if frivolous, example of how our relationship with the things we consume has changed. We feel we have not only a personal stake, but a right to challenge and question. And we have the means to do it…

I’ve been thinking a lot recently about how supporters would react if, as a sector, we were totally transparent about where our money comes from – particularly when it comes to major donors and corporate partnerships. Whilst there is some research and guidance out there, there doesn’t seem to be a consistent approach to ethics across fundraising and I fear this could cause problems down the road.

In a world where trust in charities continues to decline, ethical consumption is on the rise, and our fundraising thought leaders are stressing the need to move away from transactional fundraising products to values-led supporter engagement, I don’t think we can leave this out of our conversations about the future of fundraising.

The fact that our approach to ethical fundraising across the sector is inconsistent has been acknowledged time and time again. At best, we have a list of industries we won’t work with and a screening process to mitigate against any reputational risk. At worst, we have nothing in place at all and rely on the judgement and, often, politics of individual members of staff.

In my experience, I have found that there tend to be two camps of fundraisers when it comes to this issue: those that believe we shouldn’t take funds which could compromise our mission and our responsibility to wider societal good (assuming we have one) and those who believe that what matters most is that we do good for our beneficiaries* with that money regardless of where it comes from or how we get it (‘robbing the rich to feed the poor’).  There is, of course, nuance in all of this and pragmatically, I think charities should probably position themselves somewhere on a spectrum between the two. That said, if you were to ask me what I truly believe, I struggle to swallow the latter.

Firstly, I think taking money from an industry or individual which undermines your mission – whether that’s through the work they do or the behaviours they demonstrate – does as much, if not more, of a disservice to your beneficiaries in the long-term than taking the money in the first place. For example, at Bloody Good Period, large period product companies are desperate to partner with us and we could make a healthy sum accepting their offers. But these companies play a huge role in perpetuating the stigma and shame which contributes to menstrual inequity – the very social issue we are trying to solve – in the first place. By taking their money, we enable them to continue doing that and make them look good in the process. So, we don’t. And we’re doing alright.

Secondly, I would like to see us questioning how our decisions about how and where we source our funds from are linked to things like climate crisis, gender inequality, and racism. We are increasingly being asked and asking others not to separate themselves from these issues as individuals; should we not be asking the same of our organisations?

Finally, there’s the question of poverty porn – a subject which I could write a whole separate blog about. Time and time again I am told “yeah, but it works”. And I know that’s what the research tells us. But what it ‘works’ at is bringing in cash and the starting point for that is a focus on growth rather than what’s best for our beneficiaries. Much like my first point, my fundamental belief is that the long-term damage of using tactics like this far outweighs the short-term good we can achieve as organisations. Again, at Bloody Good we refuse to use images or stories from the people we work with in our communications or fundraising…

All of the above is my personal opinion. What I would love to know is how charity supporters feel. Do they care if we respond to natural disasters over here but take money from extractive industries over there? Or if we campaign for women’s rights but take money from a reported sexual harasser? I don’t know and I think we might be a little bit afraid to ask them…


*I have used the word beneficiaries throughout for ease of understanding but I’d like to categorically document that I hate it. At Bloody Good Period we refer to “the people we work with” instead.